Leadership Quotient: LQ2 Report For: Sample Report

LEADERSHIP
QUOTIENT
LQ2 Report for:
Sample Report
LQ2 Report for Sample Report
Introduction to the LQ2 Report

This LQ2 Report contains data on how others see you as a leader and is a follow-up to the LQ1 Report you took
as part of the Leadership: Great Leaders, Great Teams, Great Results workshop.
As you review this report, remember the following two items:
1. Take a balanced view. Straight feedback is a priceless gift. Don't spend time guessing who gave you low
scores or express hostility toward people who responded. Thank them for taking the time to give you
feedback, then use the data in a balanced, effective way to improve your leadership abilities.
2. Make an action plan. Use this data as part of your continued effort to become a better leader. Remember
to use the resources and tools available to you on the website at www.leadershipcontract.com.
How Your Score Is Calculated

Your LQ Score is an average of scores for each of the 4 Imperatives of Great Leaders. Each Imperative Score
is derived from answers to two questions.
-
The first question for each imperative asks respondents to indicate their level of agreement with a number
of statements about your leadership.
The second question for each imperative asks respondents to choose which of two statements is more
likely to represent you as a leader.
Both of these questions are rated on a six-point scale. Each number on the scale is given a point value as
follows:
Number
Points
20
40
60
80
100
Your IMPERATIVE SCORE is an average of ALL respondent scores for both the first and second questions.
"Self" scores are not included in the calculation, but are included for comparison. Items marked "I Don't Know or
N/A" are also not included in the calculation.
Question 9 is your leadership Net Promoter Score (NPS). This score is NOT part of your LQ Score. It is a
separate measure that indicates people's willingness to recommend you as a leader. It is calculated from a
10-point scale by subtracting the percentage of people who marked 0 -- 6 from the percentage of people who
marked 9 or 10. It is not uncommon to have a negative score on this question.
The "Average" and "Top 10%" scores are provided for comparison and represent a statistically representative
sample of managers from the United States and Canada. This comparative data was gathered in conjunction
with Harris Interactive.
FranklinCovey
LQ2 Summary
MY LQ SCORE:
0
LQ1 Score LQ2 Score
50
100
75
LQ1
75
82
LQ2
82
70
Average
100
Top 10%
72
76
83
76
83
79
76
81
The 4 Imperatives of Great Leaders
Who Participated?
LQ1
FranklinCovey
Self
Boss
Direct
Report
Other
TOTAL
LQ2
Self
Boss
Direct
Report
Other
TOTAL
INSPIRE TRUST
MY SCORE:
LQ1 Score LQ2 Score
50
100
76
LQ1
Question 1:
83
LQ2
When it comes to building credibility and trust, Sample...
73
Average
100
Top 10%
Self
Boss
Direct
Report
Other
Average
Score
A. Tells the truth.
80
80
80
80
73
87
80
80
77
83
B. Shows respect for others.
80
100
80
100
67
80
80
73
74
80
100
80
80
100
67
87
93
93
80
91
D. Fixes mistakes and doesn't cover things up.
60
80
80
80
73
80
80
87
77
83
E. Shows loyalty--does not badmouth others behind their backs.
60
80
80
100
60
73
80
73
71
77
F. Delivers results--has a clear track record of performance.
60
100
80
100
73
87
87
87
80
89
G. Constantly works to improve his or her abilities.
60
80
80
100
73
87
93
87
83
89
H. Confronts reality--does not hide from unpleasant situations.
80
80
80
100
73
73
87
80
80
80
80
80
60
80
67
73
80
87
71
80
100
80
80
100
73
73
87
80
80
80
K. Genuinely listens to others.
80
100
80
80
60
80
87
80
74
80
L. Keeps commitments.
60
80
100
80
67
80
80
93
77
86
M. Extends trust to others.
80
100
60
80
67
80
87
80
74
80
C. Is straightforward--does not have a hidden agenda.
I. Openly discusses and clarifies expectations.
J. Holds others accountable for results.
Question 2:
As a leader, Sample is more likely to:
Rely on the power of position or
title to get things done.
1
Rely on the strength of his or her

relationships and personal credibility to
get things done.
3
"INSPIRE TRUST" SCORES

FranklinCovey
Self
60
80
74 86
Boss
60
80
77 90
Direct
Report
60
80
68 80
Other
73
73
84 82
Average
Score
66
77
76 83
4
CLARIFY PURPOSE
MY SCORE:
LQ1 Score LQ2 Score
50
100
76
LQ1
Question 3:
83
LQ2
71
Average
When it comes to purpose and vision, Sample
100
Top 10%
Self
Boss
Direct
Report
Other
Average
Score
A. Involves others in setting vision and direction.
80
80
80
80
60
80
73
87
69
83
B. Is in touch with the needs of customers (internal or external).
80
100
80
100
73
80
80
80
77
83
C. Focuses the team on meeting the needs of customers (internal or

external).
60
100
80
100
80
73
93
87
86
83
D. Helps the team understand how they impact the organization's financial
success (revenue, budgets, donations, etc.).
60
80
60
80
67
80
87
80
74
80
E. Helps the team understand the organization's mission and strategy.
80
100
80
80
60
93
93
80
77
86
Question 4:
Expect people to focus on their
own job and leave the bigger picture to
someone else.
1
Ensure people understand how their work

contributes to the bigger picture.
4
"CLARIFY PURPOSE" SCORES
FranklinCovey
Self
60
80
70 90
Boss
60
80
73 87
Direct
Report
67
80
68 81
Other
80
80
84 82
Average
Score
71
80
76 83
ALIGN SYSTEMS
MY SCORE:
LQ1 Score LQ2 Score
50
100
76
LQ1
Question 5:
81
LQ2
67
Average
When it comes to getting work done, Sample
100
Top 10%
Self
A. Clearly defines the most important goals.
Boss
Direct
Report
Other
Average
Score
80
80
60
80
60
80
87
87
71
83
100
80
80
100
67
73
80
73
74
77
C. Meets regularly to discuss progress on these goals.
80
100
80
100
73
87
87
93
80
91
D. Creates a culture that attracts high performers.
80
100
80
80
73
80
87
80
80
80
E. Encourages people to grow and develop.
60
100
60
80
67
73
87
80
74
77
F. Helps the right people get into the right jobs.
60
80
60
80
67
80
80
87
71
83
G. Recognizes and rewards people for performance.
80
80
60
100
60
80
80
87
69
86
H. Creates systems and processes that help people better accomplish their
work.
80
100
80
100
73
87
80
73
77
83
I. Regularly gathers feedback from customers (internal or external).
100
100
80
80
73
67
93
93
83
80
J. Uses customer feedback to improve performance.
100
80
80
80
73
80
93
80
83
80
B. Establishes clear measures to track progress on these goals.
Question 6:
Create an environment where everything
depends on him or her.
1
Design systems and processes to help

things move forward independent of him
or her.
4
"ALIGN SYSTEMS" SCORES
FranklinCovey
Self
80
100
82 91
Boss
80
80
73 87
Direct
Report
60
73
68 78
Other
80
67
85 82
Average
Score
71
71
76 81
UNLEASH TALENT
MY SCORE:
LQ1 Score LQ2 Score
50
100
72
LQ1
Question 7:
79
LQ2
67
Average
When it comes to working with others, Sample
100
Top 10%
Self
Boss
Direct
Report
Other
Average
Score
A. Sees potential in others and brings out the best in them.
100
80
60
80
53
80
87
80
69
80
B. Helps people tap into their talents and passion at work.
80
80
60
80
67
73
73
73
69
74
C. Ensures that people are paid fairly for the work they do.
80
80
60
80
33
47
73
80
54
66
D. Helps people feel that their contributions are valued and appreciated.
80
100
80
100
60
73
87
73
74
77
E. Ensures there is a clear understanding around the results people are

expected to achieve.
60
60
80
80
67
87
80
87
74
86
F. Involves people in setting their work goals--does not mandate them.
80
60
80
100
67
80
87
73
77
80
G. Allows people the freedom and latitude they need to accomplish their
work.
60
60
60
80
60
73
87
93
71
83
H. Creates a culture where everyone is accountable for results.
80
80
100
80
67
80
80
87
77
83
80
80
80
100
73
73
80
80
77
80
100
80
80
80
67
80
80
93
74
86
80
60
60
80
80
80
87
87
80
83
I. Gives people candid and helpful feedback.
J. Welcomes candid feedback from others.
K. Is seen by others as a source of help and support.
Question 8:
Push, control, and watch over
people in order to get results.
1
Unleash, empower, and support people in

order to get results.
3
"UNLEASH TALENT" SCORES
FranklinCovey
Self
100
80
82 75
Boss
60
80
72 85
Direct
Report
53
67
62 74
Other
80
80
82 82
Average
Score
66
74
72 79
LEADERSHIP NPS
MY SCORE:
LQ1 Score LQ2 Score
-100
100
28
LQ1
Question 9:
57
LQ2
-25
Average
All things considered, how likely are

you to recommend Sample as a
leader to others?
Not at all likely
Extremely likely
10
Self
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
1 1
0 0
Boss
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
1 1
0 0
Direct Report
0 0
0 0
0 0
1 0
0 0
0 0
0 0
1 1
0 1
1 0
0 1
Other
0 0
0 0
0 0
0 0
0 0
1 0
0 0
0 1
0 0
2 2
0 0
TOTAL
0 0
0 0
0 0
1 0
0 0
1 0
0 0
1 2
0 1
4 3
0 1
% Promoters
57
FranklinCovey
57
% Detractors
29
NPS
28
57
COMMENTS
Question 10:
Please explain below why you chose the number you did on Question 9, above.
LQ1
"Boss" Comments
Sample does exhibit good leadership abilities and I would have him lead any of my teams. (Promoter)
"Direct Report" Comments
Sample is a great manager, but sometimes wants to run everything. (Passive)
Sample is the best manager I have every had. He is helpful with training and getting projects done. (Promoter)
Sample is the same as every other manager. (Detractor)
"Other" Comments
Sample does a great job leading his team. They are consistantly finishing projects on time. (Promoter)
Sample manages his team a little too closely. (Detractor)
I work closely with Sample's team and he always delivers project ahead of schedule. (Promoter)
LQ2
"Boss" Comments
Sample's leadership has improved greatly in the last months (Promoter)
Sample has made improvements to the team. (Passive)
Sample has improved his relationship with his team. (Passive)
Sample continues to be my favorite manager ever! (Promoter)
"Other" Comments
Sample has increased the productivity of his team. (Promoter)
Sample seems to have his team performing well (Passive)
FranklinCovey

Sample has made great strides to improve his team. (Promoter)
FranklinCovey
10
COMMENTS
Question 11:
If there were one thing Sample could do to improve his or her leadership, what would it
be?
LQ1
"Boss" Comments
Empower those around him to be independant in their projects.
Allow his team to learn how to solve their own problems.
There is nothing Sample could improve upon.
Recognize the ability in his team to do there own work and appreciate the talent he has on his team.
"Other" Comments
Keep other departments he is working with in the loop on what the status is of projects his team is working on.
Sample can be a little challenging to work with if he does not have all the details before him.
He could involve his team more in the decision making process.
LQ2
"Boss" Comments
Sample needs to still work on trust issues with his team, but at least he is addressing it.
While Sample has made changes to empower his team members not all the changes have taken full effect.
Continue to allow his team to make independant decisions on tasks.
I guess he feels he needs to improve his trust relations with the team.
"Other" Comments
Sample should seek the input of his team more before making decisions.
FranklinCovey
11

Sample could be easier to work with on high pressure projects
Sample needs to trust that the team he has build can do the job.
FranklinCovey
12
COMMENTS
Question 12:
Please give an instance where you saw Sample exhibit great leadership.
LQ1
"Boss" Comments
Last quarter's close was an excellent example were Sample made clear goals and motivated his team to achieve them.
When we were designing the new taxing documents. Sample let his team decide which components they wanted to work on
and documents became a great success.
Sample has really done a great job of training me in all aspects of my position.
Last quarter we finished the close on time.
"Other" Comments
A couple of years ago we worked together to finish at big audit. Sample's team was one of the few to complete their piece
before the deadline.
Sample took over a failing project and turned around the results to be successful.
Once we were under a very tight schedule and Sample had his team work day and night to deliver the project on time.
LQ2
"Boss" Comments
Sample has made process changes within his department to empower his team to be more effective.
Sample showed great leadership in recognizing where improvement needed to be made in the team and addressing them.
Initiating improvements in team relationships.
The other day he won the manager of the month award.
"Other" Comments
Sample ensured his team delivered the last monthly report in a timely matter and with no errors.
FranklinCovey
13

Well the going we rough, Sample did deliver the lastest reports on time.
Sample used his expert knowledge to deliver new tax documentation that improved our processes.
FranklinCovey
14

Leadership Quotient: LQ2 Report For: Sample Report

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LEADERSHIP

LQ2 Report for Sample Report

Introduction to the LQ2 Report

How Your Score Is Calculated

LQ2 Report for Sample Report

LQ1 Score LQ2 Score

The 4 Imperatives of Great Leaders

LQ2 Report for Sample Report

LQ1 Score LQ2 Score

When it comes to building credibility and trust, Sample...

A. Tells the truth.

B. Shows respect for others.

D. Fixes mistakes and doesn't cover things up.

E. Shows loyalty--does not badmouth others behind their backs.

F. Delivers results--has a clear track record of performance.

G. Constantly works to improve his or her abilities.

H. Confronts reality--does not hide from unpleasant situations.

K. Genuinely listens to others.

M. Extends trust to others.

C. Is straightforward--does not have a hidden agenda.

I. Openly discusses and clarifies expectations.

J. Holds others accountable for results.

Rely on the strength of his or her

"INSPIRE TRUST" SCORES

LQ2 Report for Sample Report

LQ1 Score LQ2 Score

When it comes to purpose and vision, Sample

A. Involves others in setting vision and direction.

B. Is in touch with the needs of customers (internal or external).

C. Focuses the team on meeting the needs of customers (internal or

E. Helps the team understand the organization's mission and strategy.

Ensure people understand how their work

"CLARIFY PURPOSE" SCORES

LQ2 Report for Sample Report

LQ1 Score LQ2 Score

When it comes to getting work done, Sample

C. Meets regularly to discuss progress on these goals.

D. Creates a culture that attracts high performers.

E. Encourages people to grow and develop.

F. Helps the right people get into the right jobs.

G. Recognizes and rewards people for performance.

I. Regularly gathers feedback from customers (internal or external).

J. Uses customer feedback to improve performance.

B. Establishes clear measures to track progress on these goals.

Design systems and processes to help

"ALIGN SYSTEMS" SCORES

LQ2 Report for Sample Report

LQ1 Score LQ2 Score

When it comes to working with others, Sample

A. Sees potential in others and brings out the best in them.

B. Helps people tap into their talents and passion at work.

E. Ensures there is a clear understanding around the results people are

F. Involves people in setting their work goals--does not mandate them.

H. Creates a culture where everyone is accountable for results.

I. Gives people candid and helpful feedback.

J. Welcomes candid feedback from others.

K. Is seen by others as a source of help and support.

Unleash, empower, and support people in

"UNLEASH TALENT" SCORES

LQ2 Report for Sample Report

LQ1 Score LQ2 Score

All things considered, how likely are

LQ2 Report for Sample Report